Independent shops can still win the hiring game, if they change the rule.

For years, the automotive industry has sounded the alarm about a technician shortage. However, according to Sophie Corriveau, Automotive Recruitment Advisor with Auto-jobs.ca, the issue is more nuanced than many shop owners think.

“Technicians are present in the labour market, but you need to know how to find them,” she explains. “They are not always actively looking for a new job, and can sometimes be hesitant about change. It is therefore essential to attract them by offering working conditions suited to their reality and pace of life.”

It’s not just about pay
Corriveau is clear: Compensation remains a cornerstone of recruitment. However, the days when salary alone sealed the deal are over. Today’s technicians are evaluating the full package.

“They no longer settle for a base salary alone,” she notes. “They evaluate the overall value of a position, including benefits, flexible hours, performance bonuses, continuing education, and career development opportunities.”

This shift reflects a broader workplace trend: Employees want balance. In a physically demanding trade, quality of life isn’t a perk, it’s a priority.

A job posting is no longer just a description of a role . – Sophie Corriveau, Automotive Recruitment Advisor, Auto-jobs.ca

The dealership dilemma
Independent shops face stiff competition from dealerships and national chains, which often have significant advantages.

“National chains often have larger budgets and internal HR resources, allowing them to make their recruitment process faster and more structured,” Corriveau says. “They can invest in advertising campaigns and recruitment platforms.”

There’s also a perception challenge. “Many technicians believe that working for a large chain provides more benefits, job security, and career growth,” she adds.

That said, independent shops can offer perks that the big chains can’t. “Independent shops can offer equally attractive conditions,” Corriveau argues, “while providing unique advantages: a smaller, close-knit team, a strong sense of belonging, and proximity to management.”

That proximity matters more than many owners realize. Being seen, heard, and valued can outweigh corporate perks.

Culture is no longer optional
If there’s one theme that runs through Corriveau’s insights, it’s this: Workplace culture is now a deciding factor.

“More and more workers are looking for a company culture that aligns with their values and where they can feel recognized,” she says.

That recognition doesn’t have to be complicated, but it does have to be genuine. Corriveau emphasizes the importance of the human connection: “Take the time to talk with employees about both work and their life outside the job, building relationships that are professional, yet human and friendly.”

Retention, she adds, starts long before an employee considers leaving. “Create a sense of belonging so that no one feels like just a number.”

Flexibility: the new gold standard
When it comes to benefits, the hierarchy has shifted. “Benefits that promote flexibility and work-life balance are among the most sought-after by technicians today,” Corriveau explains. “Adapted schedules, weekends off, personal days, and some flexibility in work organization greatly improve quality of life.”

Equally important is growth. “Technicians want to continue evolving and learning throughout their careers,” she says. “Access to ongoing training and certifications helps them feel valued.”

Finding talent in 2026
So where are successful shops finding technicians today? “It’s a combination of strategies,” says Corriveau.

Specialized job platforms, like Auto-jobs.ca, remain essential, but they’re no longer enough on their own. “Social media plays a major role, allowing companies to showcase their culture, work environment, and employer brand, reaching candidates who may not be actively looking for a new job.”

Your current team is another essential element of the bigger recruitment picture. “Word-of-mouth and employee referral programs are highly effective,” Corriveau says. “Employees often become the company’s best ambassadors, and can recommend reliable technicians and professionals.”

Job posting essentials
If you’re still posting bare-bones job ads, you’re already behind. “A job posting is no longer just a description of a role or a salary,” Corriveau says. “It must serve as a communication and attraction tool.”

Transparency is key. “Mentioning compensation is essential,” she stresses, along with benefits, working conditions, and growth opportunities.

The real differentiator is identity. “A posting that reflects the company’s values, spirit, and vision allows candidates to identify with the organization and feel motivated to join,” she explains.

Speed and sincerity win
Finally, Corriveau offers a piece of advice many shop owners overlook: act fast. “If you receive a promising application, respond quickly—top talent won’t stay available for long,” she warns.

Once you have attracted that top talent, you’ll need to hold on to it. How? “Being attentive, available, and valuing your employees while maintaining authentic relationships is key to attracting and retaining the best talent in a competitive environment,” Corriveau says.

In today’s market, technicians aren’t just choosing a job—they’re choosing where they belong. The shops that understand this distinction are the ones that will be able to both attract and retain the committed, skilled professionals they need.